How soon can I start working?

Job availability changes on a daily basis. Once our application process is complete, you will be considered based on your preferences and skills and will be submitted for appropriate available positions.

What is involved in the application process?

Click here to apply through our website. Focus recruiters review applications for their jobs and contact qualified candidates for pre-screen via phone or video. Skills testing or resume revision may be requested. Focus recruiters submit resumes to the client company and coordinate next steps (such as client interviews). When a contingent offer is made, candidates complete the new-hire onboarding, which may include a criminal background check, drug test, reference check, education verification, work authorization, and/or new hire paperwork. When onboarding is complete, a start date is set, and you are provided with all details for your new position.

What if I am not interested in a certain position when it is offered? Is it alright to turn it down?

Not every job is going to meet the expectations you have. If you are not interested in a position, you are free to decline. We will continue to offer positions to you based on your skills and preferences.

What if I am on an assignment and decide it is not for me?

We realize that not every job is a good fit for you; sometimes you do not know that until you have tried the position. If you are on an assignment and find it is not going to work for you, we ask that you contact us immediately. You may be asked to stay at an assignment long enough for us to find a replacement, but we will attempt to remedy the situation as quickly as possible. As with any interaction, communication is the key. We expect open communication from our contract employees, and they can expect the same from Focus People.

How can I stay informed about open positions?

Some of our positions will be posted on our website and job board. These two locations will list a portion of the jobs we have open; contact your recruiter for a complete listing.

The Rise of the “T-Shaped” Professional: Finding and Hiring Multidisciplinary Talent

March 11, 2026

In today’s rapidly evolving business landscape, organizations are increasingly seeking professionals who bring more than just specialized expertise to the table. Enter the “T-shaped” professional—individuals who possess deep knowledge in one area (the vertical bar of the T) combined with broad understanding across multiple disciplines (the horizontal bar). These versatile talents are becoming increasingly valuable as businesses navigate complex challenges that don’t fit neatly into traditional departmental boundaries.

Research from LinkedIn’s Global Talent Trends shows that 92 percent of talent professionals and hiring managers say soft skills are equally or more important than hard skills when hiring, highlighting the shift toward valuing versatility alongside technical expertise.¹ For organizations looking to innovate and adapt, understanding how to identify, attract, and retain these multidisciplinary professionals has become a strategic imperative.

Why T-Shaped Professionals Are Transforming Today’s Workplace

The traditional approach of hiring specialists for narrowly defined roles is giving way to a model that values adaptability and cross-functional capabilities. T-shaped professionals bring unique value to organizations through their ability to contribute meaningfully across different areas while still providing deep expertise where it matters most.

Companies embracing this shift report significant benefits. According to a McKinsey study, organizations with ethnic and gender diversity are 39 percent more likely to outperform their competitors.² As demonstrated in Professor Susan Simkins’ research at Pennsylvania State University, successful multidisciplinary collaboration transcends the boundaries of individual disciplines, allowing teams to address highly complex societal, environmental, and public health challenges that would be impossible to solve through single-discipline approaches alone.³

This advantage stems from these professionals’ ability to:

Bridge departmental gaps

Translate specialized knowledge for different audiences

Approach problems from multiple perspectives

The Evolution from Specialists to Versatile Experts

The business world has traditionally valued I-shaped professionals—those with deep expertise in a single area but limited knowledge outside their specialty. While this approach worked in more stable environments, today’s pace of change requires more adaptable talent. The digital transformation has accelerated this shift, as technologies blur the lines between traditional business functions and create new needs for cross-functional collaboration.

Business Advantages of T-Shaped Talent

Organizations that successfully integrate T-shaped professionals encounter several key benefits.

First, these versatile employees enhance problem-solving capacity by bringing diverse perspectives to challenges.

Second, they improve cross-functional collaboration by effectively “translating” between specialists from different departments.

Third, they demonstrate greater adaptability during periods of organizational change, as their broad knowledge base allows them to pivot more readily to new priorities.

The Financial Case for Versatile Talent

Beyond operational advantages, there’s a compelling financial argument for building a T-shaped workforce. Companies can achieve greater efficiency with fewer roles when employees can contribute across multiple functions. Organizations with versatile talent can also experience higher productivity and significantly lower training costs when implementing new initiatives.

T-shaped professionals also tend to advance more quickly in organizations, creating value through leadership positions where their cross-functional knowledge becomes even more valuable. This leads to both improved retention and stronger succession planning.

Hiring T-Shaped Candidates

Finding candidates with both deep expertise and broad knowledge requires reimagining traditional hiring approaches. Rather than focusing exclusively on technical requirements, successful organizations evaluate candidates for learning agility, curiosity, and demonstrated ability to work across functions.

When hiring for T-shaped professionals, consider the following:

1. Reimagine the candidate profile.

The resume of a T-shaped professional often looks different from those of traditional candidates. Look for evidence of cross-functional projects, diverse educational backgrounds, or complementary certifications outside their core expertise. Red flags include candidates who can only discuss their primary field or show resistance to working beyond their specialized area.

2. Identify effective assessment strategies.

Traditional interviews often fail to reveal a candidate’s versatility. Instead, consider incorporating:

Scenario-based questions that require applying knowledge from multiple domains

Case studies that simulate cross-functional challenges

Team interviews with stakeholders from different departments

Technical assessments that evaluate both depth and adaptability

Behavioral questions focused on learning agility and collaboration

3. Look beyond traditional credentials.

Some of the most valuable T-shaped professionals have non-linear career paths that have naturally exposed them to diverse business functions. When evaluating candidates, consider how their unique experiences might translate into valuable perspective, even if they don’t check every traditional qualification box.

Pay special attention to evidence of learning agility—the ability and willingness to quickly develop new skills. This trait is one of the strongest predictors of success for T-shaped professionals.

How Do You Build and Nurture a T-Shaped Workforce?

Attracting multidisciplinary talent requires more than just updated job descriptions. Organizations must create environments where these professionals can thrive by applying their diverse skills and continuing to grow both deeply and broadly.

How can you successfully attract, onboard, and retain a T-shaped workforce?

1. Create magnetic job descriptions.

To attract T-shaped professionals, job descriptions should emphasize both depth requirements and opportunities to contribute broadly. Highlight cross-functional projects, collaborative environments, and learning opportunities that span multiple domains. Showcase your organization’s commitment to breaking down silos and fostering innovation through diverse perspectives.

2. Onboard for cross-functional success.

The first 90 days are critical for setting expectations with new T-shaped hires. Effective onboarding programs include exposure to multiple departments, clear communication about how their role interfaces with others, and early opportunities to contribute to cross-functional initiatives. Consider assigning mentors from different functional areas to provide diverse perspectives.

3. Develop retention strategies.

T-shaped professionals are often motivated by continuous learning and growth. Retention strategies should include regular opportunities to expand their knowledge, cross-training initiatives, and career paths that value both depth and breadth. Recognition programs should celebrate contributions that bridge traditional boundaries and solve complex, multifaceted problems.

Embrace the future of versatile talent with Focus People.

Ready to transform your approach to finding and developing T-shaped professionals? Focus People has been connecting professionals and leading employers since 1994, with expertise in Technology, Accounting & Finance, Professional & Managerial, and Administrative & Customer Service staffing.

Our team of industry specialists understands the unique challenges of finding versatile talent. We form teams with deep industry experience who know the language of your field, understand your challenges, and excel at making the right match between talent and opportunity.

References